The document discusses the diamond industry in India, focusing on Gujarat. It provides details on the history and present state of the industry, quality of work life for diamond workers, common health issues faced, and measures taken to support workers during an economic recession. The diamond industry employs over 1 million workers in India and is an important economic contributor. However, workers face challenges like dust, heat and health issues. Employers and the government have implemented some welfare schemes and training programs to help workers.

1. Sky heights Team

2. Quality of worklife
Of
diamond industry workers

3. OF DIAMOND WORKERS

4. DIAMOND INDUSTRY
Diamond" comes from the Greek word "adamao":
Knowledge of diamond starts in India from 13th
centuary.
In world context Big diamond houses are in Israel.
Indian Diamond industry is mainly involved with
cutting, polishing and exporting diamonds.
Diamond Workers have played a significant role in
the high economic growth estimated at 12% SGDP
per annum.

5.  Today Indian Diamond Industry is
pioneer Industry,which employs one million
people, accounting for 95 % of the workforce of
the world`s diamond industry.
 In INDIA Mumbai, Surat, Ahmedabad, Bhavnagar
and many small towns of Gujarat are the
main polishing centres.
 Gujarat contributes about 72 per cent of thetotal
exports of India.

6. QUALITY OF WORK LIFE
QUALITY OF WORK LIFE was initially introduced in the
late 1960's as a way of focusing on the effects of
employment on worker health and general well being,
and a way to enhance the quality of a person's on-the-job
experience ultimately results in JOB SATISFACTION.
QUALITY OF WORK LIFE is a concept of behavioral
scientist, and the term was first introduced by Davis in
1972 (Hian and Einstein, 1990).
 Gujarat accounts for about 80 %of the diamonds
processed and 90 %of the diamond export from India.
Surat has 65 per cent share in India's diamond trade.

7. 8 Principles Given By Richard E. Walton
1 Adequate and Fair compensation
2Safe and Healthy conditions
3.Career Opportunity
4. Career Development
5.Social integration in the work place
6 Constitionalism in the work organization
7.Work life balance
8.Social self -esteem for worker

9. -> Diamond workers are dividend in following groups .
1.Bottom level Worker
2.Diamond Cutter
3.Diamond Polisher
4.Final Touchup of Diamond
-> They receive their wages according to their work in
Piece rate Wage method.
-> Kiran Export Diamond workers receives 7.20/-rs per
piece.

10. Social Integration In the Work Force
Respect for Individuals Personal Rights
Distribution of the workers according to age and sex
Sr. No.
Age Group
(in years)
Male Female Total
1. 18-24 222 (31.31) 037 (23.57) 259 (29.91)
2. 25-29 150 (21.16) 053 (33.75) 203 (23.44)
3 30-34 077 (10.86) 029 (18.47) 106 (12.24)
4. 35-39 040 (05.64) 017 (10.83) 057 (06.58)
5. 40-44 013 (01.83) 000 (00.00) 013 (01.50)
6. 45-49 007 (00.99) 000 (00.00) 007 (00.81)
Total 709 (100) 157 (100) 866 (100)

11. Diamond cutting industry, in India where
workers are exposed to multifarious problems
like dust, heat, poor illumination, poor hygiene.
 DISEASES : Respiratory Tract infection,Asthma,
Fever,Throat pain,Commoncold,Diarrhoea,
Constipation,Vision/Ocularproblems ,
Hypertension,Abdominal pain,Headache,
Body ache/joint pain,Skin diseases,Weakness.

12. Majority of the workers (63.80%) sought treatment for
their health conditions from either a private practitioner
or a private hospital.
Sr
no.
Type OF health
FACILITY
Male Female No. Of workers
1 Private PRACTITIONER 159 (42.06) 030(27.03) 189(38.65)
2 Private hospital 091(24.07) 032(28.83) 123(25.15)
3 Corporate hospitals 029(7.67) 009(8.12) 038(7.77)
4 Ngo/trust hospitals 076(20.21) 023(20.72) 099(20.25)
5 Government 022(5.82) 015(13.51) 037(7.57)
6 Ayurvedic doctor 001(0.26) 002(1.80) 003(0.61)
Total 378(100) 111(100) 489(100)

13. .

14. Duration of work by the workers in Diamond Industry
Job titles in Diamond Industry
Diamond Setter, Diamond Cleaner, Diamond Cutter,
Gem Expert, Diamond Die Polisher, Diamond Driller,
Diamond Sizer and Grader, Diamond Selector, Spotter etc.
Sr. No. Period (years) Male Female Total
1 <05 338 (47.67) 074 (47.13) 412 (47.58)
2 06-10 140 (19.75) 053 (33.76) 193 (22.29)
3 11-15 111 (15.66) 030 (19.11) 141 (16.28)
4 16-20 063 (08.88) 000 (00.00) 063 (07.28)
5 21-25 026 (03.68) 000 (00.00) 026 (03.00)
6 26-30 021 (02.95) 000 (00.00) 021 (02.42)
7 >30 010 (01.41) 000 (00.00) 010 (01.15)
Total 709 (100) 157 (100) 866 (100)

15. -
Sr. No.
Type of
education
Male Female Total
1 Primary 118 (16.64) 071 (45.23) 189 (21.82)
2 Secondary 461 (65.02) 055 (35.04 516 (59.59)
3
Higher
Secondary
081 (11.43) 018 (11.46) 099 (11.43)
4 Technical 010 (01.41) 000 (00.00) 010 (01.15 )
5 Graduate 020 (02.82) 006 (03.82) 026 (03.01)
6
Post
Graduate
008 (01.13) 002 (01.27) 010 (01.15)
7 Illiterate 011 (01.55) 005 (03.18) 016 (01.85)
Total 709 (100) 157 (100) 866 (100)

16. Carrer development is essenitial to implement career plan.
Career development consists of personal improvements
undertaken by the indivisual employee, training, seminars and
workshops .
A Case study of Gujarat, India Sarbeswara Sahoo
Assistant Professor (Economics)
Mahatma Gandhi Labour Institute Ahmedabad
Impact of Global Economic Recession on the Livelihood
of Diamond Workers
Unemployment rate stands at 10.1% by October 2009

17.  1st programme was done in the month of February 2009 at the
Galsana Village of Dhanduka Taluka of Ahmedabad. We had a discussion on
the Ratnadeep skill up gradation programme of the Government of Gujarat.
 The Gujarat Urban Development Mission (GUDM) will launch a training
programme-Umeed-for the workers aged between 18 and 35 years.
 The Rural Technology Institute, Gandhinagar is also undertaking skill
development programme for the workers where they will be taught to make
mobile phone covers, TV remote covers and key chains among
others.“(Alternative business trainning)
Diamond workers are facing a major crisis, as the entire export-oriented
industry was unregulated and there was no Job - Security

18. Reward and Recognition
First time in 50 years, the Rs 65,000-crore Surat
diamond industry has decided to offer its workers a
Performance Bonus as per their skilled workers.
“The performance-based incentive ensures
productivity with quality. It fosters the growth of
workers as well as that of companies,” says
Chandrakant Sanghavi, chairman, Gem & Jewellery
Export Promotion Council-Gujarat.
Apart from the old practice of production-based
salary, the companies started offering value-
addition incentives as well.Here we called that
employers applied attrition policy for their business

19. One of the oldest diamond units, Venus Jewels, adopted
the performance-based incentive system in 1978. The
company stood out during the recession as it did not lay off
workers or shut its units for a single day. It employs around
1,500 workers. “In our company, a performer gets handsome
returns,” says founder Sevantibhai Shah.
Many companies started offering a bonus to workers in
May-June 2009 to retain them till Diwali. Today, however,
not only has production gone up, the company has 350
workers on its rolls and attrition is down to 15%, says Dinesh
Navadia, managing director.
So we can say after giving such kind of reward as per their
work the turnover rate also decreases.

20. Issue - adequate wages
The strike by Diamond Workers in Gujarat
Place : Kumudwadi area of Bhavnagar, Gujarat
Issue : The workers had been demanding at
least a 30% hike in wages.
Bargaining with : Owners of most diamond
polishing units agreed to raise workers’ wages by
20% in against of 30%.

21. The study concludes that diamond industry is one of the most
important and beautiful industry of GUJARAT and deserve attention.
This is the industry that employs large pool of skilled workforce. It
pollutes less, it is democratic and the worker is free to work, change job
at will and there is no restriction posed by the employer. It is the
employer who runs after workers and is careful on his words that may
retain the workers.
At the end of study , we can say that improved QWL leads to
improved performance. Performance should mean not only physical
output but also behavior of the worker in helping colleagues in solving
job related problems . Accepting orders with enthusiasm, promoting a
positive team spirit and accepting temporary unfavorable work
conditions without complaint.
Conclusion

22. The diamond industry which employs lakhs of workers should be
given more attention under the provisions of the Factories Act. The
government should examine the possibility of simplifying the provisions of the
Act and other labour laws, in consultation with entrepreneurs as well as the
representatives of workers, keeping in view the nature of the industry.
Special teams of health care workers, with preventive and
occupational health background, should be prepared and trained to visit both
organised and unorganised units regularly, keep surveillance for the health
hazards and impart necessary health education on regular basis.
Besides medical measures, engineering techniques should be
employed to make the working environment hazard free. In order to address
the challenges of recession in case any in future a detail survey of the workers
is indeed important. All the workers should have an identity card so that
policy can be implemented quickly and easily. To train the workers on issues
related to Financial literacy and Planning so that they can utilize their hard
earned money properly.

23. REFERENCES
Websites
 http://www.youtube.com/watch?v=mtnvTsHuydQ
 http://hireblog.timesjobs.com/2010/04/07/surat-diamond-industry-decides-
to-offer-performance-bonus-to-check-attrition/
 http://www.indianmirror.com/indian-industries/diamond.html
 http://www.global-labour-
university.org/fileadmin/GLU_conference_2010/papers/21._Impact_of_Global_Ec
onomic_Recession_on_the_Livelihood_of_Diamond.pdf
 http://www.livemint.com/Companies/ETghuEFfFRmsaxHkTSdR7N/Diamond-
workers8217-strike-turns-deadly-hits-trade.html
http://www.indmedica.com/journals.php?journalid=3&issueid=133&articleid=1
755&action=article

24. Books
Human Resource And Personnel Management
3rd Edition ,K ASWATHPPA , published by Tata
McGraw Hill.
Human Resource Development Concepts and
Practices ,Prof. SANTOSH GUPTA & SACHIN GUPTA
,Published by Deep & Deep Pvt. Ltd.
Case Study Papers of Gujarat, India Sarbeswara
Sahoo1Assistant Professor (Economics)Mahatma
Gandhi Labour Institute Ahmedabad